It’s that time of year again…it’s your annual review. Two hours of your life you’re unlikely to get back, while you wonder how you’re going to fill the time with your manager once you get past the small talk.
I’ve rarely met anyone who has uttered the words “I’m really looking forward to my annual review!” Annual reviews have an image problem. What can be done to make the process worthwhile?
You may view the process of a lengthy exchange with your line manager as a pointless exercise; something to tick an HR or organisational box. The success of the process depends on both parties adequately preparing for the meeting. You may sigh deeply when it comes to preparation, particularly as the paperwork can seem overwhelming and lengthy. Completing it may require some time, but there are several ways to make the most of the opportunity.
1. Own the process
In essence, the annual review is an opportunity an to highlight your key accomplishments over the past year and to outline your goals and aspirations for the future.
2. Reflect on your learning, not just on what you did
Looking back over your objectives, it’s tempting to list everything you’ve done over the previous twelve months. What’s more important is how you’ve developed and what you’ve learned from what you’ve done. List your key achievements and then ask yourself ‘What impact has achieving this objective had?’ ‘Why was it successful?’ ‘What did I learn?’ ‘If I did it again, what would I do differently?’
Although your objectives will have been agreed at the start of the year, life often gets in the way, throwing curve balls and extra work and opportunities, If you’ve delivered work that goes beyond what was agreed, remember to capture any ‘above and beyond’ achievements.
N.B. Keep your document succinct. Line Managers often adopt the ‘brace’ position before annual review meetings. Make your manager’s life easier by keeping your document clear and succinct. They don’t want or need 18 pages of self-validation and a long list of every single thing you’ve done over the previous twelve months. Nor do they want half a page of scrappy notes with no reference to the previous year’s objectives.
3. Take an organisational perspective
How have you contributed to your organisational strategy or objectives through your role? What impact have you had beyond your immediate team or department? Have you generated new business? Improved systems, processes or team motivation? If your annual review provides the opportunity to renegotiate your salary, this is the kind of evidence that will support your argument.
4. Be the driver, not the passenger
Consider what you want the process to achieve. Are you hoping for encouragement to go for a promotional post? Is it an opportunity for formal validation or appreciation? Are you hoping to secure financial support for a course you’d like to attend?
Plan your meeting with the end in mind. You may find it helpful to steer the conversation at the outset by asking if the discussion can focus on things of particular importance to you.
5. Take ownership of your professional development
Do you actively pursue useful resources, conduct research, and seek new opportunities to learn? Or do rely on being sent on courses? In today’s workplace, curiosity and a proactive attitude toward development are essential. Learning in various forms, such as collaborating with a colleague, exploring new technologies and reading articles related to your field all count. These actions reflect motivation and initiative. An individual who is self-driven, rather than one who requires constant encouragement from a manager, is far more likely to advance in their career.
Explore topics you’re keen to learn more about. While there may be a relevant course you’d like to do, you might equally find an industry expert you can arrange to meet and learn from. Your employer is more likely to fund a course if you’ve taken responsibility for developing your career.
6. A time-saving tip
Keep a weekly note of your achievements during the year. This makes it much easier to pull them together when you’re preparing for your review. Afterwards, and while your achievements are fresh in your mind, update your CV and LinkedIn profile.
7. Feedback
It’s always valuable to receive feedback -both on your achievements but more particularly on how you can continue to develop. Your manager should be happy to provide pointers and specific feedback to stretch and motivate you. Sometimes this isn’t always what you want to hear- but platitudes and compliments won’t help you help you grow.
In summary, preparation will significantly enhance the quality of your annual review meeting. Make the most of the opportunity to take stock, reflect on your learning and take greater control of your career development.
Criticism, like rain, should be gentle enough to nourish a man’s growth without destroying his roots.
Frank A. Clark